Schroll Law LLC — New Jersey FMLA & FLA Lawyer
Denied leave? Fired after taking time off? Punished for requesting family or medical leave?
Get a free, confidential consultation with Schroll Law LLC.
If your employer denied protected leave, interfered with your time off, or retaliated after you requested or took leave, you may have a claim under the Family and Medical Leave Act (FMLA) or the New Jersey Family Leave Act (FLA).
Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.
When Leave Problems Turn Into Legal Problems
You should not have to choose between your job and your health or family.
If your employer punished you for requesting leave, refused to restore your position, or suddenly started building a case against you after you took time off, it may not be lawful.
Schroll Law LLC helps New Jersey employees with claims involving:
- FMLA leave denied
- NJ Family Leave Act (FLA) leave denied
- Retaliation for requesting leave
- Termination during or after leave
- Failure to reinstate after leave
- Discipline for protected absences
- Interference with leave rights
- Pressure to return early
- Reduced hours, demotion, or schedule changes after leave
Call Now: 609-934-4902 or Request a Free Case Review.
Do You Have an FMLA or FLA Claim?
You may have a case if your employer:
- Told you not to apply for leave
- Ignored or delayed your leave request
- Counted protected absences against you
- Pressured you to return before your leave ended
- Replaced you while you were out
- Refused to return you to the same or an equivalent position
- Cut your pay, hours, or responsibilities after leave
- Fired you soon after asking for or taking leave
- Claimed “performance issues” only after you requested time off
Even if your employer gave you a different explanation, the timing and paper trail may tell a different story.
Understanding FMLA and New Jersey FLA
FMLA
The Family and Medical Leave Act is a federal law that may allow eligible employees to take up to 12 weeks of job-protected leave in certain situations, including:
- Your own serious health condition
- Caring for a spouse, child, or parent with a serious health condition
- Bonding with a new child
New Jersey Family Leave Act (FLA)
The New Jersey Family Leave Act may allow eligible employees to take protected leave to:
- Bond with a newborn or newly placed child
- Care for a qualifying family member with a serious health condition
Important Difference
FMLA and FLA are not the same law, and they do not cover the exact same circumstances. For example, in many cases:
- FMLA may cover your own serious health condition
- NJ FLA generally applies to bonding leave or caring for a family member, not your own medical condition
That distinction matters. We can help determine which law may apply to your situation.
Common Problems We See
Leave Denied
Your employer says you are not eligible, asks for unnecessary paperwork, or simply refuses to approve time off.
Leave Interference
Your employer discourages you from taking leave, contacts you excessively while you are out, or makes the process harder than it should be.
Retaliation
After requesting leave, you are suddenly written up, demoted, excluded, transferred, or terminated.
Failure to Reinstate
You return from leave and your employer gives you a worse position, lower pay, fewer hours, or no job at all.
Why People Call Schroll Law LLC
Leave cases are often stressful because clients are already dealing with a medical issue, a new child, or a family emergency. We take a calm, practical, and supportive approach while focusing on protecting your rights.
When you contact Schroll Law LLC, we can help:
- Review whether FMLA or NJ FLA protections may apply
- Evaluate whether your employer interfered with or retaliated against protected leave
- Identify the key documents and facts that strengthen your case
- Help you preserve evidence and avoid common mistakes
- Explain your options clearly and honestly
Call Now: 609-934-4902 or Request a Free Case Review.
What to Gather for a Faster Review
If you have any of the following, they may help us assess your case:
- Leave request emails or HR communications
- Medical certification forms
- Text messages with supervisors
- Write-ups or discipline notices
- Termination letter
- Employee handbook or leave policy
- Paystubs or schedules showing reduced hours
- Notes about what was said and when
If you do not have all of these, that is okay. Start with what you have.
Potential Remedies
Depending on the facts and the law that applies, you may be able to pursue:
- Lost wages and benefits
- Reinstatement or front pay
- Compensation for other losses recognized by law
Every case depends on its facts. We can give you a straightforward assessment after reviewing your situation.
Frequently Asked Questions
Can my employer fire me for taking FMLA or FLA leave?
An employer may try to give another reason, but firing someone because they requested or took protected leave may be unlawful. Timing and documentation matter.
What if my employer says I am not eligible?
Eligibility depends on factors like employer coverage, your length of employment, hours worked, and the reason for leave. Employers do not always get this right.
Can I be disciplined for absences covered by FMLA or FLA?
Protected absences generally should not be used against you in the same way as unprotected absences. If they were, that may be a legal issue.
I returned from leave and my job changed. Is that legal?
Not always. If you came back to a worse position, lower pay, reduced hours, or fewer responsibilities, you should speak with a lawyer.
I am still employed. Should I wait?
Usually not. The sooner you get advice, the easier it may be to protect evidence and avoid missteps with HR.
Speak With a New Jersey FMLA & FLA Lawyer Today
If you were denied leave, retaliated against, or fired after requesting or taking time off, Schroll Law LLC can help you understand your options.
Our firm offers risk-free initial consultation. If we take your case, we work on contingency — you won’t pay unless we win.
This page is for informational purposes only and does not create an attorney-client relationship. Results depend on the facts of each case.